Understanding What’s Good for Us

The ancient question of what a good life consists in is currently the focus of intense debate. There are two aspects to this debate: the first concerns how the concept of a good life is to be understood; the second concerns what kinds of life fall within the extension of this concept. In this paper, I will attend only to the first, conceptual aspect and not to the second, substantive aspect. More precisely, I will address the preliminary, underlying question of how to understand what it is in general for something to be good for someone, from which an understanding of the more particular concept of a good life may be derived.

Constructing the “Good Mother”: The Experience of Mothering Ideologies by Work Status

The purpose of this study was to explore how mothers construct their worker–parent identity within a cultural context of competing mothering ideologies. We used narrative data from interviews with 95 married mothers with at least 1 child under the age of 5 to compare the construction of intensive mothering expectations by middle-class full-time employed mothers, part-time employed mothers, and at-home mothers. Although previous research has shown that mothers alter work status to live up to intensive mothering expectations, our results show that mothers also alter their construction of intensive mothering expectations to reconcile these demands with their work status choices. The results also suggest that mothers with different employment decisions differ in their construction of Y. Elvin-Nowak and H. Thomsson's (2001) 3 discursive positions—accessibility, happy mother/happy child, and separation of work and home.     

“华人工作相关人格量表”的编制、意义与效度

该文介绍了“华人工作相关人格量表”及其意义、结构、效度的一系列研究。ＣＰＷ选取与人工作相关人格特点有关的题目,在传统人格维度的基础上,增加了服务了取向（ＣＳＯ）和管理才能（ＯＭＲ）这两个针对工作民表境的人格维度。信度分析表明了１５个量表都具可接受内部一致性信度,１５个ＣＰＷ量表分数与一个形容词检测表的相关分析结果支持了ＣＰＷ的内容效度,ＣＰＷ的相关矩阵和因素结构初步确证了ＣＰＷ的结构效度,进一步的     

Reducing work-family conflict through different sources of social support

The present study examines the relationship between four sources of social support (i.e., spouse, relatives and friends, supervisor, and colleagues) and time and strain-based work-to-family and family-to-work conflict among 444 dual-earners. Gender differences with respect to the relationship between social support and work-family conflict were examined as well. The relationship between the sources of support and work-family conflict was tested using multiple regression analyses. Results showed that women reported more strain-based work-to-family conflict than men. Social support from spouse and from colleagues were related to family-to-work conflict, while none of the sources of social support were related to work-to-family conflict. Social support from supervisor and from colleagues were related differently to work-to-family conflict (time-based) and family-to-work conflict (strain-based) for men than for women. We conclude that social support is especially important in reducing family-to-work conflict.     

Super's Work Values Inventory: Issues of Subtest Internal Consistency Using a Sample of Chinese University Students in Hong Kong

The authors discuss observed weaknesses in internal consistency (Cronbach's alphas below .60) within five subtests of the Work Values Inventory when translated into Chinese and used with a sample of 211 university students in Hong Kong. Possible reasons for the weaknesses are explored, and suggestions are made for improvement.     

The effect of in-vehicle warning systems on speed compliance in work zones

The purpose of this research was to evaluate the effectiveness of augmented in-vehicle speed warnings on driver behavior in work zones. The influence of three device configurations were examined as the drivers entered a work zone which was presented in a simulated driving environment. The first configuration was a control condition which used only traditional signage. The second condition had the addition of a visual in-vehicle warning while the final condition had the addition of an auditory in-vehicle warning. Results indicated that adding in-vehicle warnings did affect driver compliance to the work zone speed limit. Participants in the audio warning condition responded more quickly to the warning than those in the visual condition. Both augmented warning configurations differed significantly and were each respectively different from the drivers in the control condition. Based on these results we suggest a combination of in-vehicle warnings. Upon entry of the work zone we suggest a combined audio and visual warning message. However, after the initial entry phase, a visual warning message shows greater promise for the on-going modulation of driver speed transit.     

Money enhances memory consolidation--but only for boring material

Money’s ability to enhance memory has received increased attention in recent research. However, previous studies have not directly addressed the time-dependent nature of monetary effects on memory, which are suggested to exist by research in cognitive neuroscience, and the possible detrimental effects of monetary rewards on learning interesting material, as indicated by studies in motivational psychology. By utilizing a trivia question paradigm, the current study incorporated these perspectives and examined the effect of monetary rewards on immediate and delayed memory performance for answers to uninteresting and interesting questions. Results showed that monetary rewards promote memory performance only after a delay. In addition, the memory enhancement effect of monetary rewards was only observed for uninteresting questions. These results are consistent with both the hippocampus-dependent memory consolidation model of reward learning and previous findings documenting the ineffectiveness of monetary rewards on tasks that have intrinsic value.     

Exploring and measuring differences in person-thing orientations

Individuals differ in their orientation toward aspects of the environment. Previous work suggests that some individuals orient primarily toward people, whereas others orient toward things. Women generally orient towards people more than men, and men orient towards things more than women. Person-thing orientation is related to occupational choices. This research examined the structure of person-thing orientation using a combination of exploratory and confirmatory factor analyses and structural equation modeling. Analyses suggested that thing orientation and person orientation can be measured (1) with a few items; (2) separately from each other; and (3) person orientation and thing orientation are not necessarily bipolar opposites.     

Predicting the job and life satisfaction of Italian teachers: Test of a social cognitive model

This study tested a social cognitive model of work and life satisfaction (Lent & Brown, 2006, 2008) in a sample of 235 Italian school teachers. The model offered good overall fit to the data, though not all individual path coefficients were significant. Three of five predictors (favorable work conditions, efficacy-relevant supports, and positive affectivity) produced significant, direct paths to job satisfaction. Job satisfaction, progress at personal work goals, and positive affectivity were predictive of teachers' life satisfaction. Task self-efficacy was related indirectly both to job satisfaction (via work conditions) and life satisfaction (via goal progress). Implications of the findings for future research and efforts to promote teachers' job satisfaction are discussed.     

Social strategies during university studies predict early career work burnout and engagement: 18-year longitudinal study

This longitudinal study spanning 18 years examined the role of social strategies in early career adaptation. The aim was to find out whether individuals' social strategies measured during their university studies had an impact on work burnout and work engagement measured 10–18 years later. A sample of 292 university students completed the SAQ questionnaire three times while at university and the work burnout inventory three times and the work engagement inventory twice during their early career. According to the results, the higher the initial level of social optimism and the more it increased during university studies, and the lower the initial levels of social withdrawal and social handicapping and the more they decreased, the lower was the level of work burnout and the higher the level of work engagement in the early career. The effects of the level of social strategies were stronger on the professional efficacy subscale of burnout.